Creating a Fair Workplace: How to Increase Impact by Focusing on Fairness

One of the biggest challenges leaders face in fostering a sense of fairness in the workplace is understanding that fairness is often more about perception than reality. The brain doesn't always know what is fair, but it certainly knows what feels fair. This means that as leaders, we must be mindful not only of making fair decisions but also of ensuring those decisions are perceived as fair by our team members.

The Importance of Perceived Fairness

Let's face it—perception is powerful. In the rush to meet deadlines and maintain competitiveness, it's easy to skip steps when it comes to communicating the how and why behind our decisions. But when we do that, we risk creating an environment where decisions seem arbitrary, based on favoritism, or just plain unfair, even when they are anything but. This perception alone can negatively impact the brains of our team members and reduce resilience, even when we are unaware that it is happening.

Imagine this scenario: You've made a decision that, in your eyes, is logical and fair. But because you didn't take the time to explain your reasoning to your team, they're left in the dark, trying to piece together the puzzle on their own. The result? A sense of unease that can quickly morph into feelings of resentment or even distrust. This can erode the very foundation of your team's cohesion and productivity.

To combat this, highly effective leaders make it a point to overcommunicate. Yes, repetition might seem boring, but a lack of information breeds anxiety, and anxiety often leads to the perception of unfairness. It turns out that the brain needs a certain amount of repetition in order to remember and trust the message. When team members don't quite pay attention the first time and don't understand the reasoning behind decisions, they're more likely to fill in the gaps with their own assumptions—often negative ones.

Transparency: The Cornerstone of Fairness

So, how do we ensure that our actions are not only fair but also perceived as fair? One of the most effective strategies is to establish clear, transparent policies and procedures that guide decision-making processes. This might seem obvious, but it's surprising how often this step is overlooked in fast-paced environments.

Consider this: as your company or team grows, the need for well-defined, documented procedures becomes even more critical. Whether it's hiring, promotions, performance evaluations, or conflict resolution, having these processes in place—and ensuring they are regularly reviewed and consistently followed—sends a strong message that fairness is a priority.

Let's break this down further:

• Hiring: Are your job postings clear and accessible to everyone? Are your interview processes standardized?
• Promotions: Do your employees understand what it takes to get promoted? Is there a clear path, and are the criteria well-communicated?
• Performance Evaluations: Are evaluations based on objective criteria? Do employees receive regular feedback and opportunities for skill building and improvement, not just during formal evaluations?
• Conflict Resolution: Is there a clear process for addressing conflicts? Do employees feel safe voicing concerns?

By implementing and adhering to clear procedures, leaders demonstrate a commitment to transparency and fairness. This not only builds trust but also helps to mitigate the anxiety that comes with the unknown.

A Five-Question Leadership Fairness Exercise

Now, let's get practical. As a leader, you make hundreds of decisions every day, both big and small. But how often do you stop to consider whether those decisions are fair—or at least perceived as fair?

Here's a quick exercise that can help you up-level your neuro-leadership game. This isn't about giving yourself a big-picture assessment of your fairness overall. Instead, it's about taking a "thin slice" of your recent leadership actions and using them to promote curiosity and self-awareness.

A. Reflect on the decisions you've made in the last 24 hours:

1. Access to meeting time with you: Who have you given it to, and who have you denied it to? Are the criteria for those decisions clear to you and others?
2. Access to additional tools, training, or support: Who in the organization is being given access to professional development, and why?
3. Grace regarding mistakes or extensions on deadlines: Which people are getting "slack" when they ask for it, and who is being held to exact account?
4. Encouragement to pursue bigger projects or high-profile opportunities: Who are you encouraging to step into the spotlight, and who might you be overlooking?
5. Taking the time to communicate expectations: Who do you explicitly inform of your needs and expectations, and who do you expect to simply "know" what you're thinking?

B. Assess and Reassess

Once you've reflected on these questions, it's time to dive deeper. Do you still think your decisions in these areas were justified? More importantly, how might they be perceived by others? Remember, you might be making fair and reasonable decisions that still leave your team members feeling frustrated, confused, or even slighted.

For example, if you've given one team member an extension on a deadline but held another to the original timeline, consider why you made that choice. Did you clearly communicate the reasons behind your decision to both parties? Do the people involved fully understand the criteria you used? Or are they left guessing, perhaps assuming that favoritism or bias played a role?

C. Clarify and Adjust

Now that you've done a quick snapshot review take a moment to clarify any communication or adjust any formal policies as needed. Maybe you need to have a follow-up conversation with someone to explain your reasoning. Or perhaps it's time to revisit your team's policies to ensure they're as clear and equitable as possible.

This isn't just about correcting mistakes; it's about building a habit of continuous reflection and improvement. By regularly reviewing your decisions and the perceptions they create, you can better align your actions with the values of fairness and transparency.

The Ripple Effect of Fairness

It's important to recognize that the way you handle fairness doesn't just impact individual team members—it has a ripple effect throughout your entire organization. When team members feel they are treated fairly, they are more likely to be engaged, motivated, and committed to their work. This, in turn, enhances overall productivity and resilience within the team.

On the flip side, perceived unfairness can lead to disengagement, decreased morale, and even higher turnover rates. It can, quite literally, cause employees' brains to function more slowly and be more prone to errors. This is why it's so crucial to not only be fair but also to ensure that your fairness is visible and understandable to those around you.

Bringing It All Together

Being more mindful of real and perceived fairness is a powerful leadership action. Fostering a sense of fairness in the workplace is about more than just making fair decisions. It's about understanding the power of perception and taking proactive steps to ensure that your team members feel valued and treated equitably.

By overcommunicating, establishing transparent policies, and regularly reflecting on your actions, you can create a work environment where the deep neurological need for fairness is met, and people are freed up to be more productive, innovative, and focused. This, in turn, will enhance your team's resilience and overall satisfaction.

Remember, fairness isn't just a checkbox on your leadership to-do list—it's a core component of building a strong, cohesive, and successful team. So, take the time to consider how your actions are perceived and make adjustments where necessary. Your team—and your organization—will thank you for it.